A630.9.3.RB - Hiring and Recruiting

A630.9.3.RB _Manglona, Matthew-Napu _ Hiring and Recruiting

The description of Google from the Google culture from Schmidt’s discussion does make sense to me. Google’s culture is very unique in its own way which explains their successes since they have been in existence. Brown (2011) discusses about Transactional Analysis which is the emphasis of open authentic communications and relationships. (p. 232) There is an open trust among workers from both managers all the way down to newest employee who just started. There is also an expectation that once you join the team you are expected to simply bring everything to the table and the reasons why they hired them.

It is a reasonable way to view the work that people do in my workplace. However, this is not the case, there needs to be an established baby sitter because the people I work with are simply lazy and ungrateful they have a job in my organization. They don’t have or possess a willingness to work with others let alone conduct their job in a professional manner. They lack what Brown (2011) discussed as having a Career Life Planning Program. (p. 233) they don’t know where they are going, what they want to do in the organization, and let alone developing a plan to achieve more success.

As a leader it does take courage to implement this point of view because at the end of the day we as leaders will be held accountable for the lack of performance traits an individual we hire does or does not do. So yes in a case by case basis this plan can back fire. I practice this view in my workplace and I usually have a tug and pull approach with those under me. I give them so much slack to free roam, however, if they start to slip I simply just bring them back under my wing and retrain or discuss the improvement areas.

What I can take from this exercise is that we as leaders don’t have to serve as micromanagers and actually trust our subordinates into doing the right thing. In my experience giving your subordinate free roam not only makes them grow as a better worker but a better person as a whole. I practice this approach to a certain extent, but I would like to try and implement this on a much bigger scale and get people involved who are my peers to try this approach and see where it takes us. 

 References:

Brown, D. R. (2011). An Experiential Approach to Organization Development (8th ed.). Saddle River, NJ: Prentice Hall.